More of a HR manager has "cognitive biases." The consultant firm Central Test, Juan Pablo Ramírez Miranda explains that many of these people leave carried by prejudices or stereotypes to determine who is the best candidate to hire or promote you to post.
There are types of subjective shortcuts that can make a recruiter, but it is essential that an applicant knows the most common weaknesses of these specialists so that, given a certain time to master the job interview. Here, four points 'skinny':
Follow stereotypes
According to experts consulted by the aforementioned agencies, recruiters can be swayed by the physical characteristics derived from collective beliefs. "
Consider a single quality
Many charge of Human Resources who set their sights on the last quantifiable achievements (ie, those findings with figures and deadlines) candidate because they are convinced they will have a closer idea of the way in which the professional It would serve the company which postulates.
Overestimate
Some recruiters come to believe that the candidate is suitable for all, especially if it is an applicant with a solid work history. This indicates little preparation to analyze the profile of the people. Therefore, the applicant for a job has to explain the nature of their skills, abilities and competencies to ensure that, if elected, will not end with a higher than expected focusing on tasks or workloads for which no skill.
Generalizing
Another mistake many recruiters usually fit the candidate within certain characteristics or qualities according to the educational institution where he trained . In fact, the diploma does not say everything about a job applicant. Therefore, there are many other aspects to analyze.
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